和谐一致性与组织绩效

绩效良好的组织往往在环境、组织、领导和战略(EOLS)之间保持着高度的和谐一致.和谐管理理论认为,和谐的管理可以带来良好的组织绩效,一致性是和谐的基础.该文系统回顾和借鉴了西方战略理论中有关一致性的研究成果,通过对216家中国公司的实证分析发现,绩优组织中的环境、组织、领导和战略,以及表示它们变量之间的一致变动的显著相关性更为明显.对EOLS一致性的实证研究结论支持了和谐理论中一致性的基本假设,同时也丰富和发展了西方战略一致性理论在中国情景下的应用.     

组织学习、战略柔性对企业绩效影响的实证研究

通过对组织学习能力、战略柔性及企业绩效的相关文献的系统梳理,探索性地提出了一个体现组织学习能力、战略柔性以及企业绩效之间关系的结构模型,采用多行业的样本数据,运用SPSS和结构方程模型,通过样本分析,检验了组织学习能力对不同类型的战略柔性(资源柔性和能力柔性)的影响,以及资源柔性和能力柔性分别对于企业绩效的影响;通过假说验证分析,辅助各变量R2值的分析,企业绩效的53.6%被战略柔性的影响作用所解释,又由于资源柔性对企业绩效的影响作用不显著,所以被解释的企业绩效很大程度上源于能力柔性的影响.研究表明确实存在组织学习能力对战略柔性的影响作用,以及不同类型的战略柔性(资源柔性和能力柔性)对企业绩效影响的差异,从而为企业提高经营绩效提供理论基础和有效途径.     

The relationship between burnout and organizational commitment in two samples of health professionals

Relationships between dimensions of burnout and employee commitment to the organization were tested in two hospital samples, using structural equations analysis. Whereas burnout has typically been assumed to be a predictor of organizational commitment, the present data provided support for the converse hypothesis, that low commitment contributes to the experience of burnout. Specifically, in a sample of nurses (n = 197), commitment showed direct effects on emotional exhaustion and depersonalization, and a weaker indirect effect (via exhaustion) on depersonalization. A similar pattern of effects emerged in a sample of laboratory technicians from the same organization (n = 110), although in this case the direct linkage between organizational commitment and depersonalization was not statistically significant. Implications for organizational efforts to reduce burnout are discussed.     

The influence of organizational identification on organizational knowledge management (KM)

Information technology (IT) outsourcing vendor organizations contain isolated business units whose creation and sustenance greatly facilitate business operations. But they also introduce important challenges for organizational knowledge management (KM). In this paper, based on 7 months of intensive field-work at India Inc., a leading Indian IT firm, we looked at how members’ identification with two organizations, their own and their client organization, influences their compliance with an organizational KM initiative. The findings show that members have difficulties in complying with the expectations of the organizational KM initiative owing to a stronger identification with their client organizations. At the same time, they comply readily with KM initiatives at the business unit level. The findings show that KM managers at India Inc. use the help of middle level managers in the business units in their efforts to improve members’ compliance with organizational KM. Theoretical and managerial implications of the study are discussed.     

The strategic analysis of logistics service sharing in an e-commerce platform

In e-commerce, the success of hybrid online platforms is well documented where the platform not only works as a retailer but also offers online marketplace services to sellers. Logistics service is one of the most expensive operations for e-commerce and plays a critical role in promoting online purchases. In most cases, the platform builds a self-supporting logistics service system to deliver its own products, and the seller outsources the logistics service to third-party logistics service providers (TPLPs). Recently, the e-commerce market has emerged with a new trend of business-to-business logistics service sharing—the platform shares its logistics service system with the seller. In this paper, we first analyze the strategic and economic impacts of logistics service sharing. Our analysis shows that whereas logistics service sharing will lead to a lose-win situation for the platform and the seller when the TPLP's logistics service level and the market potential are low, it will lead to a win-lose situation when the TPLP's logistics service level or the market potential is very high. Furthermore, a win-win situation can be achieved when the TPLP's logistics service level and the market potential are in the middle regions. Then, we examine the equilibrium mode by considering the strategic interactions between the platform and the seller. We find that when the TPLP's logistics service level and the market potential are relatively low, the equilibrium mode is No-Service-Sharing. As the TPLP's logistics service level, the market potential, or both increase, the equilibrium mode will evolve from No-Service-Sharing to Service-Sharing.     

A cyclical view of the relationship between corporate governance and strategic management

The vast majority of research on the relationship between corporate governance and strategic management focuses on the impact of corporate governance on strategic management. In this article we propose a cyclical model, highlighting that strategic decisions can also affect corporate governance through shaping firm ownership structure. We discuss the impacts of strategic decisions on firm ownership structure and corporate governance in the contexts of publicly traded firms, private firms, and the privatization of state-owned enterprises. We hope that our cyclical model can promote researchers to develop a more complete view about the relationships between strategic management, ownership structure, and corporate governance.     

The barrier effect of conflict with superiors in the relationship between employee empowerment and organizational commitment

The author proposes the idea that conflict with superiors has a barrier effect in the positive relationship between employee empowerment and organizational commitment. Superiors with higher authority rankings set and pursue organizational goals and values to which employees with lower authority rankings are expected to become committed. Conflicts with those superiors may hinder empowered employees to develop or maintain high levels of organizational commitment. A questionnaire survey among 91 secondary school teachers in The Netherlands provides empirical support for this suggestion. The moderator effect of conflict with superiors that was proposed and found in this study suggests that psychological empowerment in the workplace interacts with other employee experiences in its effects on an employee's commitment to the organization.     

The barrier effect of conflict with superiors in the relationship between employee empowerment and organizational commitment

The author proposes the idea that conflict with superiors has a barrier effect in the positive relationship between employee empowerment and organizational commitment. Superiors with higher authority rankings set and pursue organizational goals and values to which employees with lower authority rankings are expected to become committed. Conflicts with those superiors may hinder empowered employees to develop or maintain high levels of organizational commitment. A questionnaire survey among 91 secondary school teachers in The Netherlands provides empirical support for this suggestion. The moderator effect of conflict with superiors that was proposed and found in this study suggests that psychological empowerment in the workplace interacts with other employee experiences in its effects on an employee's commitment to the organization.     

Management illusions and biases: Their impact on strategic decisions

Strategic decision-making often involves a great deal of uncertainty and ambiguity. Because managers are subject to ‘bounded rationality’ their cognitive processes may result in systematic decision biases. This paper summarizes research in the areas of cognitive psychology and behavioural decision theory dealing with human cognitive biases which may influence strategic decision-making. Examples of the probable operation of these biases in strategy formulation are given and conjectures about specific decision errors resulting from the biases are offered.     

The relationship between HRM practices and organizational commitment of knowledge workers. Facts obtained from Swiss SMEs

This paper explores the effects of human resource management (HRM) practices in Swiss small-to-medium enterprises (SMEs). More specifically, the main objective of this study is to assess the impacts of HRM practices developed in Swiss SMEs upon the commitment of knowledge workers. Using data from a survey of over 198 knowledge workers, this study shows the importance of looking closer at HRM practices and, furthermore, to really investigate the impacts of the different HRM practices on employees' commitment. Results show, for example, that organizational support, procedural justice and the reputation of the organization may clearly influence knowledge workers' commitment, whereas other HRM practices such as involvement in decision-making, skills management or even the degree of satisfaction with pay do not have any impact on knowledge workers' commitment.     

A moderated mediation model of the relationship between abusive supervision and knowledge sharing

This study uses the conservation of resources theory to examine the influence of a leader's destructive behaviors by investigating how emotional exhaustion resulting from abusive supervision affects employees' knowledge-sharing behaviors. Using a moderated mediation framework, this study suggests that organizational justice moderates the positive relationship between abusive supervision and employees' emotional exhaustion and attenuates the negative indirect effect of abusive supervision on employees' knowledge-sharing behaviors. The results of this study, drawn from a sample of 202 dyads comprising full-time employees and their immediate supervisors, support most of its hypotheses. The implications and limitations of the study, as well as directions for future research, are discussed.     

顾客策略行为与风险偏好下供应链利润分享

考虑由1个生产商、1个销售商和具有策略行为与风险偏好的顾客群体所组成的供应链.存在顾客策略行为与风险偏好的情况下,利用理性预期均衡的相关知识,分析销售商定价与库存决策,研究供应链利润分享契约问题.研究结果表明:销售商的利润随着顾客风险偏好程度的增加而减少;为了缓解利润削减,销售商需要降低销售价格和订货量,而不是提高销售...     

转型背景下组织复杂性与组织效能关系研究

通过对468家中国企业的实证研究,探讨了组织复杂性与组织效能的关系.研究结果表明:组织的结构复杂性及目标复杂性与组织效能具有倒U型曲线关系,组织的战略复杂性与组织效能有正相关关系;环境复杂性对组织的结构复杂性与组织效能的关系及组织的目标复杂性与组织效能的关系有正向调节作用,对战略复杂性与组织效能关系的调节作用不显著;此外,环境动态性对组织的结构复杂性与组织效能的关系有负向调节作用;对组织的战略复杂性与组织效能的关系及组织的目标复杂性与组织效能关系的调节作用不显著.该结论验证了当前转型经济背景下的企业组织复杂性对组织效能的复杂作用关系,揭示了中国转型经济的不确定环境对企业组织复杂性产生的影响.     

The relationship between presenteeism and job satisfaction: A mediated moderation model using work engagement and perceived organizational support

Research on presenteeism has largely focused on its prevalence, determinants and consequences on the health of both employees and organizations. To date, few studies have examined the influence of presenteeism on workers’ attitudinal and motivational responses. Based on the Effort–Recovery Theory, this study evaluates the mediating effect of work engagement in the relationship between presenteeism and job satisfaction. Building on previous work, this study also proposes to consider perceived organizational support as a moderator of the work engagement–job satisfaction relationship. Presented in the form of a mediated moderation model, the results of bootstrapped regression analyses show three main results. First, presenteeism is negatively associated with work engagement and job satisfaction. Secondly, work engagement is one of the factors through which presenteeism influences job satisfaction. Thirdly, perceived organizational support moderates the association between work engagement and job satisfaction so that, at a low level of work engagement, feeling supported by the organization makes a difference on job satisfaction. Overall, this research is part of the limited number of studies that have focused on the interplay existing between presenteeism and its consequences in terms of job attitudes.     

Organizational innovativeness: Exploring the relationship between organizational determinants of innovation, types of innovations, and measures of organizational performance

This research study examines the relationships between innovativeness of firms, their organizational characteristics, and organizational performance. Previous studies that have examined these relationships have yielded conflicting results. A fundamental assumption of this research is that these conflicting results may be due to a narrow definition of the construct of innovativeness. This research demonstrates that by using a multidimensional measure of innovativeness, the reasons for the conflicting findings of past research becomes evident. The results of this study show that substantive relationships do exist between organizational factors, organizational innovativeness, and organizational performance. These relationships, however, are complex, and can only be detected if innovativeness is measured as a multidimensional construct. Each of the organizational factors examined in this study showed significantly different effects on each dimension of two types of organizational innovativeness — technical and administrative innovativeness. Further, the results show that innovativeness does improve organizational performance. However, each dimension of the two types of innovativeness affects different aspects of organizational performance.     

组织学习影响因素、学习能力与绩效关系的实证研究

回顾了国内外关于组织学习理论及组织学习与绩效关系方面的研究成果,基于中国201家企业调查数据,对采用定性方法提出的组织学习过程模型(6P-1B模型)进行了定量的实证研究.结果表明:6P-1B模型提出的7个方面的组织学习能力与组织绩效有紧密的正相关关系;各组织学习能力的机理要素与各组织学习能力之间有紧密的正相关关系;企业所感知的外界环境的变化程度不同、员工之间的目标正相关程度不同,使得企业在组织学习的机理要素方面的表现存在显著差异.这些研究结果对6P-1B模型的理论逻辑提供了一定的统计检验的支持,同时也给管理者提供了一些关于如何提高组织学习能力的方法和启示.     

The relative influence of the engineering function in organizational purchasing

Organizational purchasing usually involves numerous functional areas within a business. However, the specific nature of the interaction among various areas is relatively unknown. This research contributes to the body of knowledge in this area by examining the role that the engineering function plays in a variety of purchase situations.The results indicated that the engineering function often plays a major role in the purchasing process. This has specific implications for the content of academic programs in engineering. Additionally, the results have significant implications for both improving purchasing effectiveness and enhancing the flow of communications within organizations.     

Scenario planning,cognition, and strategic investment decisions in a turbulent environment

We explore how scenario planning contributes to cognitive dynamics and strategic investment decisions in a changing environment. Our research is based on an in-depth, longitudinal case study of Shell's ventures in Russia between 1994 and 2016. We show that Shell's scenarios did not foresee some major events that occurred in the turbulent Russian energy market. However, the scenarios envisaged the rising role of gas, the strategic relevance of the gas transportation infrastructure, and the growing interventionism of the Russian government. The scenarios thus helped Shell's managers to adapt their strategic beliefs and ultimately enabled them to notice, assess, and respond successfully to external changes—even though these changes had not been foreseen in the scenarios. Shell has been the first (and, for almost a decade, the only) foreign company to produce and export gas from Russia.